In 1967, the passage of Title VII of the Civil Right Act also established a federal administrative agency, the Equal Employment Opportunity Commission (EEOC), to prohibit discrimination in employment; to hire or fire and compensate workers as well as to monitor employers, compliance with the law. This paper analyses the moral impact of gender inequality at the promotional level of jobs, despising job performance. The effects of this discrimination could either be direct or indirect. In this paper, I also highlights the role of decision making as well as the ethical dilemma involved organizational management. Most importantly, this paper demonstrates the fact that the law is not a panacea to gender inquality, it only helps in shaping organizational behavior; a greater responsibility depends on the structure of the occupational hierarchy. Based on the above determinant, recommendations will be presented to foster gender equality.

One of the significant impacts of globalization is that business organizations operate across cultures. Depending on how management responds to different values and beliefs, cultural diversity may substantially affect an organization’s performance (Blanchard, 1998; Stodder, 1998). Gender equality is a long established priority for the European Union (EU) and is also integral to its sustainability strategy. While significant progress in advancing gender equality has been made, in particular through the implementation of the policy of gender mainstreaming (GM), there is still a long way to go to achieve equality (Grosser, 2009). One of the major challenges is to stimulate more progress on the part of social partners, and in particular companies (Grosser, 2009). Many definitions have been submitted for gender equality, however, in this situation gender equality will be defined according to the European Union (EU) as; an equal visibility, empowerment and participation of both sexes in all spheres of public and private life. It is not synonymous with sameness, with establishing men, their life style and conditions as the norm, it means accepting and valuing equally the difference between women and men and the diverse roles they play in society (Council of Europe, 1998:7-8). Although there are some universal values such as honesty, fairness and not harming others, the concept of what is ‘right’ and ‘wrong’ varies across national boundaries and even countries consisting of different cultures (Schwartz, 2002). I had a female friend who expressed her plight and frustrations to me ever so often. She could not stop expressing disgruntlement when it came to her position (job). She had been working for a company a little over six years, with an excellent work record and recommendations. Yet she was not promoted to the level of manger. Her anger and frustration compounded because all male employee who were hired after her were promoted after three years of service. To this effect I was interested to research on gender equality in the work place. This paper will present the moral implications of organizations which fail to invoke gender equality for legitimate promotion, examine aspects of promotion, managers’ responses and then finally recommendations to reduce and possibly eliminate this pandemic.

The jobs people do are a key determinants of their earnings, their opportunities for advancement, their work conditions, their access to benefits, the cultural valuation of their work, and a host of other workplace-mediated rewards (Cohen & Huffman, 2003; Glass, 1990; Jacobs & Steinberg, 1990; Kalleberg, Reskin & Hudson, 2000; Maume, 1999; Peterson & Morgan, 1995; Tomaskovic-Devey, 1993). Occupational segregation thus provides a composite measure of equality and opportunity in workplace (Hirsh, 2009). Against this backdrop, the impact of gender inequality could be...

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Bullying in the workplace
Social Psychology
Wanda Williams
DR Evans
The term workplace Bullying did not reach the United States until the late 1990's. The husband and wife team Dr's Gary and Ruth Namie both trained in Psychology introduced workplace bullying. You may ask what WorkPlace Bullying is. WorkPlace Bullying has many different definitions but the most common one. It is constant ill-treatment of one employee who is under attack by one or more employees with a mean mix of humiliation, intimidation and damage of performance. It includes being ridiculed in the presence of other employees, being lied about to others. You always have that feeling being on guards at all times. Not being able to focus on work task, loss of self-confidence on the job, out of control an anxiety, being continually left out of the loop, continually being criticized for no reason at all. WorkPlace bullies use their authority to undermine, frighten, or intimidate another person, often leaving the victim feeling fearful, powerless, incompetent, and ashamed.
(Bullying At Work - Book by Andrea Adams & Neil Crawford (1992)) describes bulling at the workplace is like a malignant cancer. It creeps up on you long before you or anyone else are...

...Accommodating WorkPlace Diversity
“If we are to achieve a richer culture, rich in contrasting values,
we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse human gift will find a fitting place” (Meade, n.d). Workplace diversity is not just an industry buzz term, it has become essential in today’s office environment and organizational accommodation is necessary to take full advantage of employee potential. The United States has long been called the melting pot of the world and the blending of culture can be observed in many faucets of daily life, however diversity goes far beyond a person’s country of origin and culture. True work force diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more ("Diversity in the, n.d" ). Now looking at the broad definition of workplace diversity, it is easy to see the need to accommodate all varieties of individual who make up our workforce.
Accommodating workforce diversity is necessary for any organization who wishes to grow and remain relevant in their industry. While this accommodation is necessary, careful considerations must be made to ensure that accommodating diversity for the good of individuals does not compromise...

...﻿Unit 0.3 Outcome 1
Understand the importance of equality and inclusion
1a. What is meant by diversity
The term 'diversity' means difference. Diversity recognises that though people have things in common with each other, they are also different and unique in many ways. Diversity is about recognising and valuing those differences. Diversity consists of visible and non-visible factors, which include personal characteristics such as background, culture, personality andwork-style in addition to the characteristics that are protected under discrimination legislation in terms of race, disability, gender, religion and belief, sexual orientation and age. By recognising and understanding our individual differences and embracing them, we can create a productive environment in which everybody feels valued.
1b. What is meant by equalityEquality means treating people in a way that is appropriate for their needs. This could mean if someone had say a disability you need to treat them in the same way as you would another person, without showing them up but adapt the help you provide.
1c. What is meant by inclusion
Inclusion is about equal opportunities for all families, whatever their age, gender, ethnicity, attainment and background. It pays particular attention to the provision made for, and the achievement of, different groups of pupils within a school.
1d. What is meant by discrimination...

...less favourably than another person or group because of their race, colour, national or ethnic origin; sex, pregnancy or marital status; age; disability; religion; sexual preference; trade union activity; or some other characteristic specified under anti-discrimination or human rights legislation.(http://en.wikipedia.org/wiki/Employment_discrimination)
1.2 The situation of workplace discrimination
No matter in a factory or a hotel , workplace discrimination can occur in these sameplace as following:
1.recruiting and selecting staff
2.terms, conditions and benefits offered as part of employment
3.who receives training and what sort of training is offered
4.who is considered and selected for transfer, promotion, retrenchment or dismissal.
1.3 The nature of discrimination
Discrimination behaviour can range from serious to less serious levels, however one-off incidents can still constitute descrimination. Also, where continued, such behaviour can undermine the standard of conduct within a work area, which may erode the well being of the individual or group being targeted and lead to lower overall staff performance.
The absence of complaints is not necessarily an indication that no discrimination is occurring. The person subjected to or discriminating behaviour does not always complain. This is not necessarily because the act is trivial, but because the person may lack the confidence to speak up on their own behalf or feel too intimidated...

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Religious Discrimination in the WorkPlace |
Prepared for Barbara Hagerty |
Written BY: |
Alamoodi |
Baker CollegeWRI 1158/17/2008 |
A serious look at religious discrimination in the workplace, and possible solutions. |
Religious Discrimination in the WorkPlace
Thesis Statement: The First Amendment gives all American the freedom of religion, expression and speech. However, in today’s post 9-11 society Muslims are experiencing an incredible increase in discrimination.
Contents:
Introduction
My story
Purpose and Scope
A. definitions
B. Introduction to some Islamic Practices
C. Examples of discrimination
Findings
A. Statistics
B. Anti-discrimination act
Proposal/Solution
Adaptation of Policies and Accommodations
Summary
Introduction
In 2006, I was looking for a job. I saw an ad in our local paper for a Lead Teacher position in a child care center just a few miles from my home, so I faxed over my resume. A couple hours later, the Director called me. She was very impressed with my education and experience. My availability seemed to match her needs exactly. She asked me if I could come in this afternoon for an interview because she wanted me to start on Monday and she needed me to take my drug test and physical before the clinic closed at 5.
We arranged to meet at 2:30pm. I came right from Friday prayers (Jumna). Although I had...

...﻿SHC33
PROMOTE EQUALITY AND INCLUSION IN HEALTH, SOCIAL CARE OR CHILDREN AND YOUNG PEOPLE’S SETTING
1. Explain what is meant by
Diversity
The concept of diversity is not complex, but can be multifaceted in its variations. Diversity is based on different variations of a range of things. Diversity means, in the context of society, having a mixed community of people from all walks of life. This incorporates a diverse community of different cultures, religions, political groups. Diversity is not subjective.
EqualityEquality is ensuring individuals or groups of individuals are treated fairly and equally and no less favourably, specific to their needs, including areas of race, gender, disability, religion or belief, sexual orientation and age.
Inclusion
The term social inclusion is often interchangeably used by policy makers and professionals to mean social cohesion, social integration and social participation. Social inclusion is based on the belief that Individuals have the right to be included in all aspects of life and benefit from equal opportunities0 regardless of race, gender, disability, religion or belief, sexual orientation and age.
2. Describe the potential effects of discrimination
Discrimination can have an effect on an individual or a group. People can be discriminated against because of their gender, age, disability, sexuality, race, culture, religion, poverty and education. Such discrimination can lead to...

...Place Bullying
Research Process
TERM 5
Abstract
In recent years, bullying has come to the fore front as a major topic affecting almost every person in some shape or form. A lesser acknowledged form of bullying is when it occurs in the workplace. This research seeks to identify which employees are the most prevalent to workplace bullying utilizing the quantitative research method. In addition to the quantitative research method, a literature review of past studies and articles that are relevant to this research topic.
The data collection method used was a survey. Three hundred twelve total surveys were distributed in three different companies in three different cities. This survey grouped the participants into Men or Women, Age, Years of Employment, Employee or Management and whether or not they have experienced any form of workplace bullying. The data from the survey was categorized and the literature review was used to correlate some of data to the initial problem statement and hypothesis.
The data collected showed that there was not much difference between an employee and management and that the group most likely susceptible to workplace bullying was women aged 18-34 and men aged 50+, as there was a difference of two respondents between these groups. It is likely that these two age groupings are the easiest to take advantage of.
TABLE OF...

...” it was not until 1976 that the courts recognized sexual harassment as a form of discrimination. (Williams v. Saxbe, 1976) and it was not until 1980 when the EEOC issued the guideline concerning sex harassment. The EEOC has also defined that there are two types of sexual harassment (1) there is “quid pro quo” sexual harassment, which happens when a condition for sexual favor is placed upon employment. In other words an employer says “I will hire you for sex, I will promote you for sex or you can keep you job if you have sex with me. Then there is (2) the “hostile work environment” which is much harder to prove since there no clear definition as to what is a hostile work environment. This can be something as simple as a joke or comment, the court says “the conduct is evaluated from the perspective of the victim” (29 C.F.R. § 1604, et seq).
This case involves both type of harassments quid pro quo and hostile work environment. Because of a non-disclosure agreement the names of the parties will be changed. But the fact of the case will remain.
In July 2005, Shelly Morris accepted a temp to hire position as a Human Resources Generalist for a well-known company in Los Angeles. Her duties as a generalist touched on just about every area of the Human Resources Department. If she did a good job, the position will turn into a full time position with benefits. Shelly had been moving from temp position to temp position since coming to...